High-Volume Recruitment: 5 Things You Need to Manage a Successful Team
Done right, the recruitment function can do wonders for both first and ongoing impressions of your organization. In order for recruitment or talent acquisition to be effective, they have to be backed by sound strategy, strong teams (from the leadership down to staff members), and have the right resources to hire and onboard new employees.
This becomes even more important in a high-volume recruitment function. In my experience, high-volume recruitment is any circumstance in which a recruiter is responsible for a large number of FTEs and other staff on a year-round basis.
There is usually debate about what constitutes “high-volume.” High-Volume Recruitment refers to sheer numbers. It isn’t about the complexity of your searches – it simply equates to the number of open positions to be filled in a given year. For example, I worked for a hospital system where the average Talent Acquisition Specialist was responsible for 78-90 requisitions at any given time. We hired upwards of 100 to 150 people per week. A 75-person headcount at a weekly orientation was a slow week in this organization. In fact, this company underwent a massive growth spurt towards the end of my tenure with them and at that time I was responsible for 175 open positions. This is high-volume.
In contrast, I joined an organization after my stint in healthcare where the most requisitions I would have at any time was 20. The difference there was complexity. I had more complex searches, but volume-wise it was manageable. In healthcare, the volume and complexity was there, given the variety of positions I recruited for, so it was a double whammy.
There are different ways you have to support your recruitment teams based on the hurdles they face. Complexity coupled with high-volume requires lots of support and more importantly, practical design and operation for it to be an effective function.
In my experience, there are some foundational elements that must be present in order to build an effective recruitment team that can support high-volume recruitment. If you are an organization with high-volume recruitment, here are some things that can assist you in being successful:
1. Know the numbers and allocate accordingly
High-volume recruitment is not an invitation to overextend your team. Keep tabs on the numbers and be cognizant of the impact of the volume on effectiveness, quality of hire and productivity. There is a tipping point for every team. Know when it is time to get more hands on deck to alleviate the burden.
2. Less is not more – Be prepared to add key team members
As mentioned in #1, there is a tipping point for every team. Make sure that you are setting your recruitment team up for success by having enough people to do the work. If you have 10 specialists or recruiters to manage full-cycle recruitment for a 40,000 person organization hiring 100 plus people per week – you are likely to have burnt-out team members and high turnover. Regularly check in with your teams to make sure people are able to adequately manage what’s on their plates. If they can use help, allow them to demonstrate why and be prepared to add key members to the team such as a coordinator, sourcer, assistant, etc.
3. Strong leadership is a must
Your work is never done in a high-volume recruitment organization. Recruitment teams in these organizations will be hiring all of the time as well – if they don’t entrust a competent, strong leader to the team. A good recruiter is quite capable of handling run-ins with hiring managers, leadership and candidates. However, there are times that you need your Talent Acquisition and/or Recruitment Manager to go to war with you. At those times, you can’t have people who are figureheads managing the recruitment function. You need people who understand what their team is up against and who will support them when needed.
4. You want a job done, give them the tools
With the amount of HR Technology available across the spectrum of small to enterprise, there is no reason for your team to have to resort to antiquated methods of recruiting to do their jobs. High-volume requires resources and tools, so they can be more efficient and spend more time finding the right people. If they are updating spreadsheets of candidates and decades-old forms – because you refuse to invest in a proper tool – you are making their work unnecessarily harder than it needs to be.
5. Swap assignments occasionally and create developmental opportunities
It is all too easy to get stuck in the monotony of a high-volume recruitment function that is running its course. Don’t allow your team to get stuck developmentally. Allow them breaks from the usual to refocus on projects and professional endeavors that interest them. They will not only appreciate the break from the usual, but you will have much happier staff members.
Both established and new recruitment teams require methodical planning. Using these tips from either perspective can go a long way in ensuring that the people you entrust to hire the best and brightest are also well-supported and taken care of.
About the author: Janine is the Owner/Chief Innovations Officer for Talent Think Innovations, LLC, a business strategy and management consulting firm. Her career spans ten years in HR and Talent Acquisition that has taken her through the world of pharmaceuticals, healthcare, staffing and R&D. Janine is a dynamic speaker, entrepreneur, and an important and respected voice bringing both a human touch and business savvy to the companies and businesses she works with.
Visit her blog “The Aristocracy of HR”. Follow her tweets on Twitter @CzarinaofHR. Catch her in action every Thursday at 11pm EST on her Periscope show: @CzarinaofHR and You Tube at: youtube.com/TheAristocracyofHR.
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